Promovierende in Deutschland sind häufig mit Belastungen durch ihre Promotion konfrontiert, die sich negativ auf ihre Gesundheit auswirken können. Diesem Zusammenhang widmet sich dieser Beitrag, indem zwei bereits für Beschäftigte erprobte Erklärungsmodelle hinzugezogen und empirisch geprüft werden. Dabei wird eine Kombination aus dem Modell beruflicher Gratifikationskrisen und dem Stressor-Detachment-Modell auf Basis von Daten einer Online Befragung der Promovierenden der Universität Bielefeld anhand von Strukturgleichungsmodellen getestet. Demnach kann ein großer Teil der Varianz der Gesundheitszufriedenheit durch erfahrene Belohnungen und die psychische Distanzierungsfähigkeit, die wiederum in einem engen Zusammenhang mit der erbrachten Verausgabung steht, vorhergesagt werden. Die Ergebnisse zeigen Ansatzpunkte zur Verbesserung der Promotionsbedingungen auf.

There are numerous challenges to studying structural inequality in sexual and gender minority (SGM) populations, from the difficulty of obtaining a representative sample to issues comparing data across populations. This data brief illustrates how the largest household panel survey in Germany, the German Socio-Economic Panel (SOEP), and its recent nationwide boost sample of SGM households, Sample Q, have addressed these challenges. We discuss the case of the SOEP and its boost sample to illustrate the untapped potentials that lie in other national household panels for research into the lived experiences of SGM people, couples, and families. Based on the SOEP example, we show the potential for cross-sectional comparative, retrospective, and longitudinal life course research using the detailed information on the extended families (parents, children, siblings, and relatives) of SGM respondents in household panel surveys.

No abstract

An extensive body of research has documented the relationship between sexual orientation and income, but only a few studies have examined the effects of sexual orientation on workplace authority. This article investigates the probability of lesbian, gay and bisexual (LGB) people having (high-level) workplace authority and the effects of occupational gender segregation. It analyses four waves of data from the German Socio-Economic Panel study (N=37,288 heterosexual and N=739 LGB observations). The results show that gay and bisexual men do not differ from heterosexual men in their probability of having workplace authority, but they have a lower probability of attaining high-level authority. Lesbian and bisexual women have a higher probability than heterosexual women of having workplace authority, but no advantages in attaining high-level authority. These insights into occupational segregation suggest that gay and bisexual men experience similar levels of disadvantages across occupations, whereas lesbian and bisexual women have an advantage in female-dominated occupations.

No abstract